An introduction to the ATS market
Some vendors call themselves “talent acquisition platforms,” others hide inside HR suites, and plenty don’t even use “ATS” in their pitch at all. The market’s so fragmented that working out who actually does what feels like a full-time job.
Each vendor claims they’re the “game-changer” you need, complete with jargon-heavy pitches about “revolutionizing your hiring process.” But what actually matters most is that platforms fall into different camps that serve different needs.
You’ve got your streamlined applicant trackers, perfect for teams who want simplicity. Your comprehensive recruiting suites are brilliant if you need everything under one roof. Your specialist tools excel in specific areas like candidate experience or reporting.
The real complexity isn’t picking between features. It’s working out what your team actually needs for the next 12 months versus what sounds impressive in a demo. Focus on that timeframe because HR tech moves ridiculously fast. A 3-year roadmap that you build today will be completely out of date by next year. New AI features, changed integrations, different compliance requirements, and vendors who’ve pivoted their entire product strategy.
The market’s big enough that there’s probably the right solution for your current situation, but finding it means cutting through the noise first.
A quick self-check before you go deeper
Before you dive into our guide, we recommend taking a quick step back and getting clear on your own reality.
These are the questions that will give you a head start before you move into Part 1 of this guide.
- What are the roles you hire most often, and how do those processes differ?
- Where do candidates usually stall in your current setup?
- Which decisions need approvals, and who gives them?
- What reports do your leaders actually read today?
- Which systems does the ATS need to connect with on day one?
Next, continue with our ATS Buyer’s Guide
We’ve covered the landscape of the ATS market and why it’s so confusing. Now it’s time to take the next step. In our Buyer’s Guide, we’ll go deeper into how to understand your hiring DNA, involve the right stakeholders, and define requirements that reflect the way your team really hires. By the end, you’ll be ready to confidently choose the right ATS for your organization.
